Skills and knowledge are only two factors contributing to job performance.Other factors include clear job expectations, measuring and rewarding performance based on job expectations, sufficient resource and support available to the employee, and the employee's ability to do the job.

When responding to a training request, determine if the requested skill or knowledge will correct the problem.The perceived problem may be a symptom of another problem.It is important to discover the real need behind the training request.

The team assembled for analyzing the training requirements should include analysts, training specialists, and representatives from the workforce targeted for training.By involving the workforce representatives, the training needs remain focused on the end-user of the training.Their involvement also helps to gain acceptance of the training program within the target training population.

The training developed will depend on a number of factors which should be outlined in the training plan.These factors include:

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